Stereotypes, Bias, and Personnel Decisions: Strange and Stranger

By F. Landy. Industrial and Organizational Psychology, 2008

175 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/0d68da8e762351a5b8e210f33a4f6022ec8db1cc

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Citations in the corpus

Bad Apples, Bad Barrels, and Broken Followers? An Empirical Examination of Contextual Influences on Follower Perceptions and Reactions to Aversive Leadership (2011, background): “The use of “paper people” scenarios has been questioned by several researchers, who suggest the potential for differences in the way individuals respond to target stimuli in the laboratory versus realworld organizations (Landy, 2008; Lengnick-Hall, 1995; Murphy, Herr, Lockhart, & Maguire, 1986).”
Organizational Neuroscience: Taking Organizational Theory Inside the Neural Black Box (2011, background): “Workplace discrimination is one area where implicit attitudes have already captured the interest of organizational scholars (Landy, 2008; Ziegert & Hanges, 2005).”
Not So Subtle (2016, background): “By demonstrating that these two forms of discrimination are not differentially related to relevant outcomes, our findings call into serious question the pervasive belief that subtle discrimination is less consequential for targets as compared to overt discrimination (Landy, 2008; McWhorter, 2008).”
The viability of crowdsourcing for survey research (2011, background): “In this study, we sought to identify whether crowdsourcing is a viable alternative to the use of university subject pools, which are often criticized for their homogeneous makeup and limited work experience (Anderson, 2003; Landy, 2008; Locke, 1986; Ward, 1993).”
Gender differences and bias in open source: pull request acceptance of women versus men (2017, background): “In contrast, male outsiders without this benefit may actually experience the opposite effect, as distrust and bias can be stronger in stranger-to-stranger interactions [19].”
Gender Stereotypes Are Alive, Well, and Busy Producing Workplace Discrimination (2008, unknown): “Landy (2008) meets none of these requirements.”
ARE HIGHLY STRUCTURED JOB INTERVIEWS RESISTANT TO DEMOGRAPHIC SIMILARITY EFFECTS (2010, background): “Nevertheless, there exists a seemingly persistent belief among academics, practitioners, and the general public that group-level characteristics, such as race and gender, can have an undue influence on selection decisions, such as job interview scores (Landy, 2008).”
An Inconvenient Truth: Arbitrary Distinctions Between Organizational, Mechanical Turk, and Other Convenience Samples (2015, background): “The concern about the external validity of these samples has been so great that there is a sizable literature comparing students and nonstudents in areas such as personnel selection and performance appraisal (Gordon et al., 1986; Greenberg, 1987; Landy, 2008).”